• International technology group in specialty glass, glass-ceramics and glass innovations
• Founded in 1884
• More than 17,000 employees
• Headquartered in Mainz, Germany
• Represented in more than 30 countries worldwide
• Collaboration with bettercoach since 2020

Coachings: approx. 50-60 p.a.
Programs: 2
Coaches: 41
Coaching languages: 16

Average evaluation: 4.7/5

• To support their young talents to manage challenging projects and to grow into their next career step.
• Increase wellbeing and thus productivity at the workplace.
• To establish an open coaching culture.
• Quickly respond to and support the specific needs and challenges of individual units and groups.

Initially, we set up the platform according to the needs of SCHOTT’s target groups and implemented a global coaching offer with a qualified coachpool.

Throughout the collaboration, it has been of great importance to SCHOTT to quickly respond to new and changing needs and challenges within the organisation.

We have embraced these changes by creating customized programs and offers for specific target groups and topics. This way, a solid base for an open coaching culture has been built.

 “The coaching was goal-oriented, individual and with a clear focus. My coach was very well prepared.”

“I received very valuable tips for my professional life. I learned how to be more mindful and deal with stressful situations.”

“The coaching atmosphere was very open and trustful right from the beginning. My coach did an outstanding job and helped me with a topic that has been bothering me for quite some time.”

The best place to start in order to develop one’s emotional intelligence is simply to be able to notice how one is feeling at a particular moment. This may be an especially positive moment (e.g. successful completion of a project, a great presentation) or a more challenging moment (e.g. setback, negative feedback, a loss of some kind). Notice how you are feeling – what words would describe these feelings. When we feel irritated this is usually due to an experience that has challenged something very important to us. For example, someone did not appreciate what we did and this is annoying perhaps because recognition or acknowledgement is important to us. Once we start to better understand what evokes  positive feelings and negative feelings, we can move on to better understanding the feelings of others. Here we practice our inductive reasoning, being a detective and infer what people may be feeling. I suggest to try this framework:

• Self-awareness: What am I noticing about my thoughts? How am I making sense of this moment? How am I feeling (energised, excited, worried, anxious)? How am I showing up somatically (pace of voice fast or slow, relaxed or tense in my body)?
• Regulating my emotions: Do I know my triggers and can I anticipate these? If I feel myself becoming agitated, am I able to communicate this through words rather than acting out? If I am feeling some discomfort, how can I learn to be comfortable with this rather than quickly making it go away?
• Being aware of the needs and emotions of others: What do I imagine each person is feeling? What is the atmosphere in the group? How do I respond accordingly?